Director, Compensation- Technology

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Job description

Center 1 (19052), United States of America, McLean, Virginia

Director, Compensation- Technology

Here at Capital One we bring an analytically rigorous, data-driven approach to compensation. We are looking for an innovative Compensation Director to lead the compensation function for Capital One's Technology Organization.

Compensation is an important component of our Total Rewards strategy which focuses on Delivering Total Rewards that compel the best people to join and stay with Capital One and empower them to live their best lives. In addition, the Compensation function is connected across the full associate life cycle. As such, this role will partner closely with the Technology HR Leadership Team in developing and delivering talent strategies to accelerate business outcomes.

We are looking for an inspiring, hands-on leader with a strong bias to action and the agility to manage multiple initiatives and adapt in an evolving business while driving and anchoring to a long term strategy. The ideal candidate will be intellectually curious with deep listening and communications skills and the ability to build strong relationships. A proven track record of designing, driving, managing and scaling compensation programs is critical to success in this role, which will partner with senior leaders in formulating the on-going compensation strategy.

This Director will serve as the voice of the Technology organization, representing clients' points of view in enterprise-wide initiatives. The role will also sit on the Compensation Consulting leadership team.

Responsibilities:

• Serve as thought leader and strategic partner with clients and Total Rewards peers. Develop a deep understanding of the strategic vision for the business, synthesize that vision and apply deep compensation expertise, and a data driven approach to solve business problems.

• Lead and develop a team of Compensation professionals to ensure they have a thorough understanding of the business strategy along with the enterprise compensation strategy. Guide team to design, deliver and manage compensation programs for their assigned client groups in a well managed way.

• Keep a finger on the pulse of industry best practices, benchmarks, and the latest compensation approaches.

• Define the Compensation roadmap and destination state for clients, in alignment with the Total Rewards vision.

• Lead strategic compensation projects, key initiatives or processes (both client specific and enterprise-wide). Ensure needs of clients/LOB are cared for in enterprise-wide initiatives and processes.

• Oversee all aspects of Line-of-Business (LOB) incentive plans for designated client groups, with a strong emphasis on plan design, implementation, and administration. Responsibilities include ensuring incentive plans meet strict internal and external governance/compliance standards.

• Lead team and clients through mid-year and year-end compensation focal cycles, ensuring smooth execution and managing within internal controls

• Proactive management of risks, applying sound judgment and solid business acumen

• Demonstrate thought leadership and foster strong relationships both within Total Rewards and across client and partner groups (e.g., HR Consultants, Recruiting, DIB, Finance, Legal, Enterprise Risk) including approaching work with a "One Team" mentality

• Serve as escalation point, owning resolution with partners and business leaders within client group (e.g. offers, retention, pay exceptions)

• Proactively seek and share industry and market trends that might impact our ability to attract and retain talent. Leverage those insights to inform long term vision and roadmap.

• Leverage an outside in lens to develop innovative solutions and creatively solve business problems.

• Communicate with and influence senior executive leaders. Challenge and debate respectfully to effectively build consensus.

• Inclusive leader focused on creating a culture of belonging through attracting, actively developing, and supporting talent across our function

Basic Qualifications:

• Bachelor's Degree or military experience

• At least 5 years of experience in compensation, human resources or finance

• At least 5 years of experience in client-facing or consulting roles

• At least 3 years in a people leadership position

Preferred Qualifications:

• Bachelor's Degree in Business Administration, Economics, Finance or Human Resources

• At least 5 years of effectively leading and communicating compensation strategies at all levels including the C-Suite

• At least 7 years of experience in Compensation, Finance, or Human Resources consulting

• At least 5 years of experience in the Technology or Financial Services industry

• Advanced Excel skills (e.g., VBA, macros, array functions)

• Experience innovating processes or programs

• Experience with benchmarking tools (MarketPay) or reporting tools (Tableau)

• Proficient with Microsoft Excel & Google Products (e.g. Sheets, Slides)

At this time, Capital One will not sponsor a new applicant for employment authorization for this position.

No agencies please. Capital One is an Equal Opportunity Employer committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to sex, race, color, age, national origin, religion, physical and mental disability, genetic information, marital status, sexual orientation, gender identity/assignment, citizenship, pregnancy or maternity, protected veteran status, or any other status prohibited by applicable national, federal, state or local law. Capital One promotes a drug-free workplace. Capital One will consider for employment qualified applicants with a criminal history in a manner consistent with the requirements of applicable laws regarding criminal background inquiries, including, to the extent applicable, Article 23-A of the New York Correction Law; San Francisco, California Police Code Article 49, Sections 4; New York City's Fair Chance Act; Philadelphia's Fair Criminal Records Screening Act; and other applicable federal, state, and local laws and regulations regarding criminal background inquiries.

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